DOCSLIB.ORG

Killing Ourselves with Laughter

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Killing Ourselves with Laughter Qualitative Research in Organizations and Management: An International Journal Killing ourselves with laughter … mapping the interplay of organizational teasing and workplace bullying in hospital work life Mille Mortensen, Charlotte Andreas Baarts, Article information: To cite this document: Mille Mortensen, Charlotte Andreas Baarts, (2018) "Killing ourselves with laughter … mapping the interplay of organizational teasing and workplace bullying in hospital work life", Qualitative Research in Organizations and Management: An International Journal, Vol. 13 Issue: 1, pp.10-31, https:// doi.org/10.1108/QROM-10-2016-1429 Permanent link to this document: https://doi.org/10.1108/QROM-10-2016-1429 Downloaded on: 15 March 2018, At: 09:39 (PT) References: this document contains references to 84 other documents. To copy this document: [email protected] The fulltext of this document has been downloaded 37 times since 2018* Users who downloaded this article also downloaded: (2018),"Playing with power: Examinations of types of power used by staff members in workplace bullying – a qualitative interview study", Qualitative Research in Organizations and Management: An International Journal, Vol. 13 Iss 1 pp. 32-52 <a href="https://doi.org/10.1108/ QROM-10-2016-1441">https://doi.org/10.1108/QROM-10-2016-1441</a> (2018),"Repercussions of workplace bullying on marital relationships", Qualitative Research in Organizations and Management: An International Journal, Vol. 13 Iss 1 pp. 98-120 <a href="https:// doi.org/10.1108/QROM-10-2016-1431">https://doi.org/10.1108/QROM-10-2016-1431</a> Access to this document was granted through an Emerald subscription provided by Token:Eprints:XP5KB6FKAHEQE3SVBMER: For Authors Downloaded by University of Copenhagen, Mille Mortensen At 09:39 15 March 2018 (PT) If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.com Emerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services. Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. *Related content and download information correct at time of download. Downloaded by University of Copenhagen, Mille Mortensen At 09:39 15 March 2018 (PT) The current issue and full text archive of this journal is available on Emerald Insight at: www.emeraldinsight.com/1746-5648.htm QROM … 13,1 Killing ourselves with laughter mapping the interplay of organizational teasing and 10 workplace bullying in hospital Received 13 October 2016 Revised 27 September 2017 work life Accepted 28 September 2017 Mille Mortensen Department of Psychology, University of Copenhagen, Copenhagen, Denmark, and Charlotte Andreas Baarts Department of Sociology, University of Copenhagen, Copenhagen, Denmark Abstract Purpose – The purpose of this paper is to explore the interplay of organizational humorous teasing and workplace bullying in hospital work life in order to investigate how workplace bullying can emerge from doctors and nurses experiences of what, at first, appears as “innocent” humorous interactions. Design/methodology/approach – Based on an ethnographic field study among doctors and nurses at Rigshospitalet (University Hospital of Copenhagen, Denmark) field notes, transcriptions from two focus groups and six in-depth interviews were analyzed using a cross-sectional thematic analysis. Findings – This study demonstrates how bullying may emerge out of a distinctive joking practice, in which doctors and nurses continually relate to one another with a pronounced degree of derogatory teasing. The all-encompassing and omnipresent teasing entails that the positions of perpetrator and target persistently change, thereby excluding the position of bystander. Doctors and nurses report that they experience the humiliating teasing as detrimental, although they feel continuously forced to participate because of the fear of otherwise being socially excluded. Consequently, a concept of “fluctuate bullying” is suggested wherein nurses and doctors feel trapped in a “double bind” position, being constrained to bully in order to avoid being bullied themselves. Originality/value – The present study add to bullying research by exploring and demonstrating how workplace bullying can emerge from informal social power struggles embedded and performed within ubiquitous humorous teasing interactions. Keywords Denmark, Health care, Power, Workplace bullying, Ethnographic fieldwork, Workplace humour Paper type Research paper Introduction Workplace bullying can result in a devastating impact on victims’ health and well-being Downloaded by University of Copenhagen, Mille Mortensen At 09:39 15 March 2018 (PT) owing to the risk of depression, anxiety and post-traumatic stress (Einarsen and Nielsen, 2014; Reknes et al., 2014). Moreover, bullying results in heavy economic expenses in terms of sick leave, loss of productivity, absenteeism, turnover and legal costs (Nielsen and Einarsen, 2012). The literature on this subject (Zapf et al., 2011) has demonstrated persuasively the worldwide prevalence of workplace bullying that has prompted governments, trade unions and industries to enhance the number of initiatives aimed at psychosocial work environment improvements (Duffy, 2009). Likewise, research on workplacebullyinghasincreasedinEurope,where it originated, and subsequently has Qualitative Research in spread worldwide. Organizations and Management: An International Journal Institutions in the health care sector are high-risk settings for workplace bullying Vol. 13 No. 1, 2018 pp. 10-31 (Zapf et al., 2011). This ethnographic study takes place at The Danish National Hospital in © Emerald Publishing Limited Copenhagen, Denmark, and is conducted by the lead author of this paper. In 2011, 1746-5648 DOI 10.1108/QROM-10-2016-1429 13 percent of the 8,000 employees at the hospital reported that they had been exposed to workplace bullying within the last 12 months. However, the results varied remarkably Killing among departments at the hospital. At local departments, up to 48 percent of employees ourselves with reported that they had been exposed to workplace bullying. The present study aims to laughter investigate the possible explanations for these relatively high reports of workplace bullying by exploring possible different forms, practices and manifestations of bullying within hospital practice. In this field of research, two different concepts, “bullying” and “mobbing,” are 11 used to describe workplace harassment (Zapf and Einarsen, 2005). “Bullying” refers to a single person who harasses other individuals, whereas mobbing refers to a group of people who harass an individual. Both concepts define and categorize the workplace bullying process according to three delimited individual roles: those of bully, victim and possible bystander (Tehrani, 2012; Zapf et al., 2011; Zapf and Einarsen, 2005). The occurrence of bullying is largely explained by an intra-psychological focus on coherence between the role of bully or victim, and specific kinds of personal traits. The rigid roles of bully and victim are perceived as fixed and irreversible because they are linked to specific identifiable individuals (Fox and Freeman, 2011; Guy, 2009; Linton and Power, 2013; Mathisen et al., 2011; Pilch and Turska, 2015). Consequently, single organizational members are held responsible for bullying incidents that lead to negative psychological and physical consequences for those accused of workplace bullying ( Jenkins et al., 2011). A broad body of literature (Brennan, 2011; Collinson, 1988; Cooper, 2008; Korczynski, 2011; Lynch, 2009; Rees and Monrouxe, 2010; Schnurr, 2009; Schnurr and Chan, 2011; Terrion and Ashforth, 2002; Tracy, Myers and Scott, 2006) has investigated organizational joking practice in different workplace settings. However, the interplay between teasing and workplace bullying remains underinvestigated; in particular, ethnographic studies of contemporary workplace bullying are non-existent, and therefore we know little about possible connections between organizational joking practice and workplace bullying. Based on five months of ethnographic fieldwork, this analysis aims to investigate the nature, mechanisms and consequences of teasing by doctors and nurses. Based on our empirical analysis, we identify a form of omnipresent institutionalized bullying practice we term as “fluctuate bullying,” wherein every doctor and nurse alternately bully and are themselves victims of bullying. Finally, we cover how doctors and nurses feel constrained to participate in the bullying practice because they risk being socially excluded if they refrain. Ultimately, doctors and nurses end up in a “double bind” position characterized by the absence of any proper moral choice. Contextualizing the present study Workplace bullying Downloaded by University of Copenhagen, Mille Mortensen At 09:39 15 March 2018 (PT) According to Zapf and Einarsen (2005), the research on workplace bullying uses
Load more

Recommended publications
  • Improving Business Performance Through Gender Equality Strategies for the Apparel Supply Chain
    IMPROVING BUSINESS PERFORMANCE THROUGH GENDER EQUALITY STRATEGIES FOR THE APPAREL SUPPLY CHAIN ANNIE S. O’CONNOR AND MANAUS. OCTOBER 2017 TABLE OF CONTENTS 3 THE OPPORTUNITY 11 FRAMEWORK FOR ACTION 5 TEN STRATEGIES TO IMPROVE BUSINESS PERFORMANCE 12 RELATIVE MERITS OF THE TEN STRATEGIES FOCUS AREAS FOR INVESTMENT: 13 CONCLUDING REMARKS 6 SKILL DEVELOPMENT 14 RELATIVE MERITS CALCULATION 7 PREGNANCY & PARENTHOOD 15 GENDER EQUALITY METRICS 8 MENSTRUATION 16 ACKNOWLEDGEMENTS 9 WAGES & WORK HOURS 17 NOTES 10 HARASSMENT & GENDER BASED VIOLENCE IMPROVING BUSINESS PERFORMANCE THROUGH GENDER EQUALITY: STRATEGIES FOR THE APPAREL SUPPLY CHAIN THE OPPORTUNITY GARMENT MANUFACTURERS WHO INVEST IN EQUALITY INCREASE ALL WORKERS’ WELL-BEING, IMPROVE THEIR BUSINESS PERFORMANCE, AND ARE MORE COMPETITIVE. LEVI STRAUSS & CO’S. COMMITMENT TO WORKER WELL-BEING IMPORTANCE OF GENDER EQUALITY “Profits through principles”. This ethos drives Levi Strauss & Co’s. LS&Co. promotes gender equality because it understands that (LS&Co.) business decisions and its vision for the global supply chain. all workers benefit when the most vulnerable thrive. Across the Twenty-five years after introducing the first Terms of Engagement to international apparel supply chain, women are more vulnerable than the protect workers’ rights and the environment, LS&Co. is leading the next men they work with.7 On average, women make up 80 percent of apparel wave of industry evolution. Through the Worker Well-being initiative, workers, and their basic human needs — safety, respect, fairness, and LS&Co. is partnering with global manufacturers to go beyond labor growth — are often unmet.8 compliance and improve health, financial empowerment, and equality Female workers in the supply chain are commonly paid lower wages, for the workers who make its products1.
    [Show full text]
  • On Gaslighting: How to Dominate Others 31 Without Their Knowledge Or Consent 3 on Questioning Used As a Covert Method 47 of Interpersonal Control
    Gaslighting, the Double Whammy, Interrogation, and Other Methods of Covert Control in Psychotherapy and Analysis Gaslighting, the Double Whammy, Interrogation, and Other Methods of Covert Control in Psychotherapy and Analysis THEO. L. DORPAT, M.D. JASON ARONSON INC. Northvale, New Jersey London This book was set in 11 pt. Berkeley Book by Alpha Graphics of Pittsfield, New Hamp­ shire, and printed and bound by Book-man of North Bergen, New Jersey. Copyright © 1996 by Jason Aronson Inc. 10 9 8 7 6 54 3 2 1 All rights reserved. Printed in the United States of America. No pan of this book may be used or reproduced in any manner whatsoever without written permission from Jason Aronson Inc. except in the case of brief quotations in reviews for inclusion in a maga­ zine, newspaper, or broadcast. Library of Congress Cataloging-in-Publication Data Dorpat, Theodore L Gaslighting, the double whammy, interrogation, and other methods of covert control in psychotherapy and analysis I Theo. L Dorpat. p. em. Includes bibliographical references and index. ISBN 978-1-56821-828-1 l. Psychoanalysis-Moral and ethical aspects. 2. Control (Psychology) 3. Psychotherapist and patient-Moral and ethical aspects. 4. Mental suggestion-Moral and ethical aspects. 5. Brainwashing. 6. Manipulative behavior. I. Title. [DNLM: 1. Power (Psychology) 2. Psychotherapy. 3. Psychoanalysis-methods. WM 420 D715i 19961 RCS06.D668 1996 616.89'14-dc20 DNLMIDLC for Library of Congress 96-14098 Manufactured in the United States of America. Jason Aronson Inc. offers books and cas­ settes. For information and catalog write to Jason Aronson Inc., 230 Livingston Street, Northvale, New Jersey 07647.
    [Show full text]
  • Joking, Teasing Or Bullying? • a Kid Who Isn’T Very Nice to You Trips You in the Hall for the Third Time This Week
    LESSON 2 It Takes One Unit Joking, Teasing Grade 2 • Ages 7-8 TIME FRAME or Bullying? Preparation: 15 minutes Instruction: 30-60 minutes Students will distinguish the difference MATERIALS between joking, teasing and bullying and Large white poster sheet divided understand how joking, teasing and bullying into three columns with the following headings: Joking, Teasing, Bullying can strengthen or weaken relationships. Create three signs, one that says “JOKING”, another that Lesson Background for Teachers says, “TEASING”, third that says “BULLYING”; post on different walls This lesson builds on previous lessons in this unit. before class For more information on bullying visit PrevNet, an anti-bullying organization that RAK journals provides research, information and resources. www.prevnet.ca Kindness Concept Posters for Assertiveness, Respect Key Terms for Students LEARNING STANDARDS Consider writing key terms on the board before class to introduce vocabulary and increase understanding. Common Core: CCSS.ELA-Literacy. SL.2.1, 1a-c, 2, 3 Colorado: Compre- JOKING To say funny things or play tricks on people to make them hensive Health S.4, GLE.3, EO.a-c; laugh. Joking is between friends, makes all people laugh, Reading, Writing and Communicating isn’t meant to be mean, cruel or unkind, doesn’t make S.1, GLE.1, EO.b-f; S.1, GLE.2, EO.a-c people feel bad and stops before someone gets upset. Learning standards key TEASING Teasing doesn’t happen often. It means to make fun of someone by playfully saying unkind and hurtful things to the person; it can be friendly, but can turn unkind quickly.
    [Show full text]
  • Minding the Manufacturing Gender Gap How Manufacturers Can Get Their Fair Share of Talented Women
    Minding the manufacturing gender gap How manufacturers can get their fair share of talented women Table of contents Minding the gender gap in manufacturing 4 Driving enterprise value through gender diversity 6 The diversity journey: attracting female talent in manufacturing 10 Getting retention strategies on track 14 Forging a path to advance talented women 20 The path forward 25 Minding the manufacturing gender gap 3 Minding the gender gap in manufacturing Passengers in rail stations around the world overhear Given the severity of the issue, The Manufacturing a warning each time a train’s doors open and close: Institute, APICS Supply Chain Council, and Deloitte worked “mind the gap.” This ubiquitous message, translated into together to understand why manufacturing isn’t getting its countless native tongues, is meant to keep passengers fair share of talented women. We surveyed more than 600 from tripping or falling when crossing from train to women in manufacturing, across all functional roles and platform, or vice versa. The same urgent message – “mind levels, to get their gauge of how well companies are doing the gap” – can also apply to manufacturers looking at attracting, retaining and advancing women. We also to successfully navigate the path ahead. In the case held an executive roundtable in Washington, D.C., where of manufacturing, it is the gender gap that poses an we convened senior leaders – representing a diverse group immediate challenge that is equal-parts serious threat and of some of the world’s largest manufacturing companies significant opportunity. – to bring into focus their executive view of human capital and talent concerns.
    [Show full text]
  • Workplace Bullying, Perceived Organizational Support and Turnover Intention in Manufacturing Factory: Evidence from China
    Open Access Library Journal 2020, Volume 7, e6886 ISSN Online: 2333-9721 ISSN Print: 2333-9705 Workplace Bullying, Perceived Organizational Support and Turnover Intention in Manufacturing Factory: Evidence from China Xiaohui Li School of Business, Guangdong University of Foreign Studies, Guangzhou, China How to cite this paper: Li, X.H. (2020) Abstract Workplace Bullying, Perceived Organ- izational Support and Turnover Intention Basing on 305 samples from a manufacturing factory, this study examined the in Manufacturing Factory: Evidence from relationship among workplace bullying, perceived organizational support and China. Open Access Library Journal, 7: turnover intention. The results show that: workplace bullying is excellent e6886. https://doi.org/10.4236/oalib.1106886 predictor of employees’ turnover; perceived organizational support correlates negatively with the intention to leave the organization; and perceived organi- Received: October 9, 2020 zational support plays a moderating role in the relationship between workplace Accepted: October 26, 2020 bullying and turnover intention. These findings may have important implica- Published: October 29, 2020 tions from both the theoretical and the practical standpoints. Copyright © 2020 by author(s) and Open Access Library Inc. Subject Areas This work is licensed under the Creative Commons Attribution International Human Resource Management License (CC BY 4.0). http://creativecommons.org/licenses/by/4.0/ Keywords Open Access Workplace Bullying, Perceived Organizational Support, Turnover Intention 1. Introduction Workplace bullying is broadly recognized to be a widespread and serious prob- lem nowadays. Many countries, including China, have increasingly been focus- ing on raising awareness and preventing this particular problem in order to pre- vent its negative effects on the victim’s health and work performance as well as on the organization itself.
    [Show full text]
  • I Hold Your Heart I Hold Your Heart
    I Hold Your Heart Teaching Guide INTRODUCTION I Hold Your Heart by Karen Gregory is suitable for teaching to students aged 14+. The four extracts included in this Teaching Guide introduce students to the themes and ideas in the story and are accompanied by corresponding discussion questions and activities. The themes covered in this pack are useful for stimulating RHSE or extra-curricular debate around important contemporary issues – ‘gaslighting’ and abusive relationships, being watched by others, coercion and control, social media, and identifying real, true love. ‘I Hold Your Heart is a thoughtful presentation of how abuse can manifest in young relationships and how difficult it can be to escape and digest the complex feelings that surround it. Young women are at a heightened risk of experiencing partner abuse and novels such as this play such an important role of highlighting the warning signs and support available for themselves and their peers. We would encourage all young adults to read this beautiful and heartbreaking piece of writing that leaves you more informed and better equipped to engage in healthy relationships.’ Solace Women’s Aid CONTENTS EXTRACT 1: Being Watched (taken from Chapter 1) Objectives: Consider the subject of being watched and how it feels; write a poem entitled ‘Watching Me’ describing an experience of being watched. Subjects: Reading Comprehension and Inference, RSHE, Speaking and Listening, Design, Art and Technology, Creative Writing: Poetry EXTRACT 2: Gaslighting (taken from Chapter 22) Objectives: Roleplay an important scene from the text; create a poster entitled ‘Recognising Gaslighting’ advising young people how to recognise and avoid abusive relationships.
    [Show full text]
  • Getting Beneath the Surface: Scapegoating and the Systems Approach in a Post-Munro World Introduction the Publication of The
    Getting beneath the surface: Scapegoating and the Systems Approach in a post-Munro world Introduction The publication of the Munro Review of Child Protection: Final Report (2011) was the culmination of an extensive and expansive consultation process into the current state of child protection practice across the UK. The report focused on the recurrence of serious shortcomings in social work practice and proposed an alternative system-wide shift in perspective to address these entrenched difficulties. Inter-woven throughout the report is concern about the adverse consequences of a pervasive culture of individual blame on professional practice. The report concentrates on the need to address this by reconfiguring the organisational responses to professional errors and shortcomings through the adoption of a ‘systems approach’. Despite the pre-occupation with ‘blame’ within the report there is, surprisingly, at no point an explicit reference to the dynamics and practices of ‘scapegoating’ that are so closely associated with organisational blame cultures. Equally notable is the absence of any recognition of the reasons why the dynamics of individual blame and scapegoating are so difficult to overcome or to ‘resist’. Yet this paper argues that the persistence of scapegoating is a significant impediment to the effective implementation of a systems approach as it risks distorting understanding of what has gone wrong and therefore of how to prevent it in the future. It is hard not to agree wholeheartedly with the good intentions of the developments proposed by Munro, but equally it is imperative that a realistic perspective is retained in relation to the challenges that would be faced in rolling out this new organisational agenda.
    [Show full text]
  • Engage Employees and Boost Performance
    Engage Employees and Boost Performance Provide Great Leadership, Meaningful Work, and Other Benefits That Lead to Engaged PerformanceTM People who believe their jobs are meaningful channel their “discretionary effort” into their work. Hay research and studies by leading business schools confirm the engagement/productivity link. Strong leadership is the ultimate perk. WORKING PAPER Engage Employees and Boost Performance Engaged Performance defined 3 Engaged Performance and company valuations 5 Why engagement is so important today 6 Proof that engaged employees deliver results 6 1. Inspiration and Values 8 General Dynamics’ journey 8 2. Future Growth/Opportunity 14 3. Quality of Work 16 Set high standards. 17 Connect employees’ work to company goals. 18 Make sure managers value employees’ work — and show it! 19 4. Enabling Environment 19 5. Work/Life Balance 21 6. Tangible Rewards 23 Make sure employees know your reward system is fair 23 Create a culture of recognition 24 Conclusion 25 This working paper is the product of research conducted by Helen Murlis and Peggy Schubert. Copyright © 2001 Hay Group, Inc. All rights reserved. Patrick, a call center team manager, was a “good” employee. He was prompt, did what he was asked and was liked by his subordinates. Ask Patrick how his job was going and he’d say, “Fine, they pay me pretty well.” Suddenly he resigned, citing no complaints and saying only that a competi- tor offered him slightly more money. But Patrick quit because he was disengaged. He, like millions of other employees, needed to believe his job was important, that he was contribut- ing daily to the company.
    [Show full text]
  • Examining the Invisibility of Girl-To-Girl Bullying in Schools: a Call to Action
    Examining the Invisibility of Girl-to-Girl Bullying in Schools: A Call to Action Suzanne SooHoo It does not matter whether one is 13, 33, or 53 years old, but if you are female, chances are that other girls have bullied you sometime in your lifetime. Bullying is not the kind of abuse that leaves broken bones; rather, it is a dehumanizing experience that manifests itself in the form of rumor spreading, name calling, psychological manipulation, character assassination, and social exclusion. Female teachers who are former victims of girl bullies or who themselves have been complicit with girl-to-girl bullying, consistently casting a blind eye to this ritualized social degradation, allowing it to continue generation after generation. The purpose here is not to blame teachers, but rather to seek an answer to "What are the social or institutional forces that prevent adults in the schools from seeing what they may have experienced themselves?" Throughout generations, girls have been bullied. The dehumanizing rituals and practices, passed on from mother to daughter, have survived even when the victims have not. Damaged young girls become damaged adult women. Mothers who did not know what to do when they were girls still do not know how to handle girl-to-girl bullying as women (Simmons, 2002). Many are unable to intervene when their daughters are bullied and they continue to be victims of adult female bullies. Through the process of "othering" (SooHoo, 2006), girl bullies determine who is valued and who is not and, as such, girl-to-girl bullying contributes to a social hierarchy of privilege and oppression.
    [Show full text]
  • Why Is Gender Inequality Still Appearing in Garment Factories, in Indonesia?
    Advances in Economics, Business and Management Research, volume 36 11th International Conference on Business and Management Research (ICBMR 2017) Why is Gender Inequality Still Appearing in Garment Factories, in Indonesia? 1 1 1 Annisa Halimah Imron , Muthia Pramesti *, Sari Wahyuni 1 Department of Management, Faculty of Economics and Business, Universitas Indonesia Email: [email protected] ABSTRACT In Indonesia, since the majority of the workers in garment factory are females, they have a significant role on the succession of the factory. The gap between genders might create problems for female workers, which will lead to gender inequality at the workplace. This study aims to study the working conditions for the garment factories workers in Indonesia based on gender and to find out the causes of gender inequality in the factories during the period of 2012-2014. This is due to the empirical evidences which suggest that gender equality in the workplace is beneficial for the firm’s performance, if managed properly. This study employed both quantitative and qualitative methods. The quantitative method was used to descriptively explain the data of the workers based on survey collected by Better Work. The qualitative method was utilized to review the literatures on barriers in the workplace for women both in Indonesia. It was discovered that there are some elements that influence the persistence of gender inequality in Indonesia. Keywords: Garment factories, gender equality, female workers, working condition 1. Introduction Indonesia is leading with employment in garment industry that reached up to 3.8 million (ILO, 2015). The development resulted the country to have a fruitful 18.4% garment export growth in a decade from 1995 to 2014 (ILO, 2015).
    [Show full text]
  • Strategies for Handling Teasing/Bullying
    Strategies for Handling Teasing/Bullying Aarti Nair, Ph.D. Postdoctoral Fellow & Clinical Instructor UCLA PEERS Clinic Semel Institute for Neuroscience & Human Behavior Department of Psychiatry & Biobehavioral Sciences Background about PEERS® • International program – Developed at UCLA in 2004 – Adolescent program has been translated into over a dozen languages – Used in over 25 countries • Evidence-Based Social Skills Programs: – PEERS® for Preschoolers – PEERS® for Adolescents – PEERS® for Young Adults 1 Identifying Peer Rejected and Socially Neglected Youth with ASD § Peer rejection § Teasing and bullying § Bad reputations § Actively seeking out peers § ADHD, Mood disorders, Impulse control disorders § Social neglect § Isolated and withdrawn § Ignored and unnoticed § Actively avoiding peers (Volkmar & Klin, 1998; Bauminger & Kasari, 2000; Orsmond, Krauss, & § Anxiety, Depression Seltzer, 2004; Koning & Magill-Evans, 2001; LeCouteur et al., 1989; Marks, Schrader, Longaker, & Levine, 2000; GHaziuddin & Gerstein, 1996; Twatchman-Cullen, 1998; HempHill & Siperstein, 1990; CHurch, Alisanki, AmanullaH, 2000) Consequences of Peer Rejection Peer rejection is one of the strongest predictors of: • Mental health problems – Anxiety – Depression • Juvenile delinquency • Early withdrawal from (BuHrmeister, 1990; Matson, Smiroldo, & Bamburg, 1998; school Miller & IngHam, 1976) 2 Consequences of Peer Rejection • Depression • Anxiety • Loneliness • Low self-esteem • Substance abuse • Poor academic performance • Suicidal ideation (Hawker & Boulton,
    [Show full text]
  • Introduction to Mobbing in the Workplace and an Overview of Adult Bullying
    1: Introduction to Mobbing in the Workplace and an Overview of Adult Bullying Workplace Bullying Clinical and Organizational Perspectives In the early 1980s, German industrial psychologist Heinz Leymann began work in Sweden, conducting studies of workers who had experienced violence on the job. Leymann’s research originally consisted of longitudinal studies of subway drivers who had accidentally run over people with their trains and of banking employees who had been robbed on the job. In the course of his research, Leymann discovered a surprising syndrome in a group that had the most severe symptoms of acute stress disorder (ASD), workers whose colleagues had ganged up on them in the workplace (Gravois, 2006). Investigating this further, Leymann studied workers in one of the major Swedish iron and steel plants. From this early work, Leymann used the term “mobbing” to refer to emotional abuse at work by one or more others. Earlier theorists such as Austrian ethnologist Konrad Lorenz and Swedish physician Peter-Paul Heinemann used the term before Leymann, but Leymann received the most recognition for it. Lorenz used “mobbing” to describe animal group behavior, such as attacks by a group of smaller animals on a single larger animal (Lorenz, 1991, in Zapf & Leymann, 1996). Heinemann borrowed this term and used it to describe the destructive behavior of children, often in a group, against a single child. This text uses the terms “mobbing” and “bullying” interchangeably; however, mobbing more often refers to bullying by more than one person and can be more subtle. Bullying more often focuses on the actions of a single person.
    [Show full text]